abhishreshthaa
Abhijeet S
APPRAISAL INTERVIEW
Appraisal interview is the systematic process of giving feedback to employees about their past performance or future potential. Therefore, it should be a positive, performance improving dialogue between the manager and the employee.
STEPS OF APPRAISAL INTERVIEW PROCESS
Appraisal Interview is conducted in following manner:
1. Established Goals:
A fruitful performance discussion between the manager and his employee can only take place when there are clear goals for appraisal interview. The manager while preparing for the actual dialogue with the employee must take time to review completed performance appraisal from including self-appraisal form of the employee. He should plan what critical elements will be discussed in the interview. He should jotting down some strategies which will focus on and should prepare some awareness raising questions.
Walking into a performance appraisal interview without thinking about the goals will lead to an ineffective interview.
2. Review performance results:
Manager should go over the employee’s performance, own interactions, the history of the employee and inputs from all relevant sources should be obtained. Manager should try to identify the assumptions and the root causes of employee’s problems.
Manager should create an open and accepting climate for the employee to reduce his anxiety and tension. He should explain the overall purpose and process of the appraisal interview. There are four approaches of giving performance feedback as mentioned below:
• The Tell-and-sell interview:
Communicates to employees their performance as accurately and directly as possible with little return feedback.
• The tell-and-listen interview:
Communicates to employees their strengths and weaknesses, but also allows for return feedback.
• The problem- solving interview:
The manager creates an environment through which the employee can discover his or her own developmental needs.
• The mixed model interview:
Allows for the problems-solving interview in the beginning, where the subordinate leads off and finishes with the tell-and-sell or tell-and-listen approaches if a subordinate has missed some important areas of his or her performance. The employee should also be productive, understand the role of manager and should do his preparation.
3. Invite participation:
The manager should ensure full participation of the employee in the performance discussions. He should accord and opportunity to the employee put forth his views and comments on various facilitating and inhibiting factors that has affected his performance. He should discuss on new tasks or additional responsibilities, new procedures, training etc. employees should participate with their own performance goals and development plans.
Lack of participation by the employee in the appraisal interview will result in communications breakdown and prove the interview in effective.
4. Express appreciation:
The manager should try to understand the employee and asked him broad and general questions. He must praise his achievements and provide clear and specific feedback on performance of the employee. He should also appreciate his contributions to the organization’s mission and objective.
Mangers need to learn about deep feelings and values of the employee for mutual agreement. He should understand about the problems and goals for improvement.
5. Focus on problem solving and be supportive:
Manager should provide effective feedback with a descriptive and specific objective aimed at solving problems of the employee. He should discuss at length the employee’s problems and suggest appropriate solutions. Manager should make available specific resources which are required to improve the performance of the employees. Appraisal interview must focus down on evidence.
6. Agree on development actions:
Manager should develop developmental plans with the employee to improve his effectives on the job through various training, learning developmental interventions. The specifics of the employee’s learning need are to be identified. The process of realizing the needs and ways of measurement of achievement of outcome is to be emphasized. Skills pertaining to time management, stress coping, and informational needs is to be focused. Manager should facilitate the employee for taking more responsibility and explore opportunities for delegation.
7. Reinforce and resolve:
Manager should develop some join conclusions together with the employee based on discussions and the developmental needs that have been identified he should summarized the discussion and reaffirm the plans and actions mutually agreed upon.
8. Document decisions and make Follow up:
Manger records the appraisal interviews in the prescribed manner with the specific improvement area, developmental plans and action needed. This forms basis for future reference and records. Manager has continuously make follow up asses the progress made and other inputs are necessary to realized the mutual goals being agreed upon in the appraisal interview.
Appraisal interview is the systematic process of giving feedback to employees about their past performance or future potential. Therefore, it should be a positive, performance improving dialogue between the manager and the employee.
STEPS OF APPRAISAL INTERVIEW PROCESS
Appraisal Interview is conducted in following manner:
1. Established Goals:
A fruitful performance discussion between the manager and his employee can only take place when there are clear goals for appraisal interview. The manager while preparing for the actual dialogue with the employee must take time to review completed performance appraisal from including self-appraisal form of the employee. He should plan what critical elements will be discussed in the interview. He should jotting down some strategies which will focus on and should prepare some awareness raising questions.
Walking into a performance appraisal interview without thinking about the goals will lead to an ineffective interview.
2. Review performance results:
Manager should go over the employee’s performance, own interactions, the history of the employee and inputs from all relevant sources should be obtained. Manager should try to identify the assumptions and the root causes of employee’s problems.
Manager should create an open and accepting climate for the employee to reduce his anxiety and tension. He should explain the overall purpose and process of the appraisal interview. There are four approaches of giving performance feedback as mentioned below:
• The Tell-and-sell interview:
Communicates to employees their performance as accurately and directly as possible with little return feedback.
• The tell-and-listen interview:
Communicates to employees their strengths and weaknesses, but also allows for return feedback.
• The problem- solving interview:
The manager creates an environment through which the employee can discover his or her own developmental needs.
• The mixed model interview:
Allows for the problems-solving interview in the beginning, where the subordinate leads off and finishes with the tell-and-sell or tell-and-listen approaches if a subordinate has missed some important areas of his or her performance. The employee should also be productive, understand the role of manager and should do his preparation.
3. Invite participation:
The manager should ensure full participation of the employee in the performance discussions. He should accord and opportunity to the employee put forth his views and comments on various facilitating and inhibiting factors that has affected his performance. He should discuss on new tasks or additional responsibilities, new procedures, training etc. employees should participate with their own performance goals and development plans.
Lack of participation by the employee in the appraisal interview will result in communications breakdown and prove the interview in effective.
4. Express appreciation:
The manager should try to understand the employee and asked him broad and general questions. He must praise his achievements and provide clear and specific feedback on performance of the employee. He should also appreciate his contributions to the organization’s mission and objective.
Mangers need to learn about deep feelings and values of the employee for mutual agreement. He should understand about the problems and goals for improvement.
5. Focus on problem solving and be supportive:
Manager should provide effective feedback with a descriptive and specific objective aimed at solving problems of the employee. He should discuss at length the employee’s problems and suggest appropriate solutions. Manager should make available specific resources which are required to improve the performance of the employees. Appraisal interview must focus down on evidence.
6. Agree on development actions:
Manager should develop developmental plans with the employee to improve his effectives on the job through various training, learning developmental interventions. The specifics of the employee’s learning need are to be identified. The process of realizing the needs and ways of measurement of achievement of outcome is to be emphasized. Skills pertaining to time management, stress coping, and informational needs is to be focused. Manager should facilitate the employee for taking more responsibility and explore opportunities for delegation.
7. Reinforce and resolve:
Manager should develop some join conclusions together with the employee based on discussions and the developmental needs that have been identified he should summarized the discussion and reaffirm the plans and actions mutually agreed upon.
8. Document decisions and make Follow up:
Manger records the appraisal interviews in the prescribed manner with the specific improvement area, developmental plans and action needed. This forms basis for future reference and records. Manager has continuously make follow up asses the progress made and other inputs are necessary to realized the mutual goals being agreed upon in the appraisal interview.